Workforce Planning: Key Issues, Strategies, and Business Development

This report provides an overview of workforce planning, highlighting its importance for businesses in addressing current and future challenges. It discusses key issues such as resource constraints, skill shortages, and scheduling difficulties encountered when implementing workforce planning strategies. The report also explores how businesses are dealing with these issues through measures like cost optimization, strategic recruitment efforts, and internal talent development. A personal reflection on the skills developed during the assessment, including strategic and critical thinking, decision-making, and report writing, is included. The report concludes by emphasizing the role of workforce planning in achieving competitive advantage, improving market position, and managing the internal environment of an organization.

ACADEMIC RESEARCH AND
WRITING COURSEWORK

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Part-1............................................................................................................................................3
Presenting Workforce planning...................................................................................................3
Key issues faced by business by adopting workforce planning.............................................4
Presenting how business are dealing with workforce planning.................................................5
Part 2............................................................................................................................................5
Reflection.....................................................................................................................................5
Performance development plan...................................................................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................1

INTRODUCTION
Business can be define as a legal entity that deal with commercial activity in order to
earn profit. Moreover, the company face many issues related to external environment that can
affect the overall growth of the firm. Along with this the present report will discuss on the
issues faced by adapting the workplace planning by the organization. Furthermore, it can be
describing as the process of planning, for casting and implementing the workplace planning in
the organization. h
Along with this, the report will focus on the key issues that company can face by adapting
work force planning such as right system as well as increase in the operation cost. The major
effect is on the small business as it does not have enough budget to implement it. Lastly, it will
throw light on the techniques used by the business in order to solve this issues.
MAIN BODY
Part-1
Presenting Workforce planning
Workforce planning has always been changing since the day it has developed and it is
emerging continuously. Moreover, the business organization has to be aware about the advance
technology to sustain in the business (Kroezen and et.al., 2018). Along with this, it has affected
the business in positive and negative manner as well as provide various opportunity and
challenges to this industry. Furthermore, by adopting the this the organization can have
monitored the administration, increase the skills of the employees as well as promote the
products and services in global market. In addition to this, by using the tools such as data
analytical will the organization in knowing the taste and preference of their targeted
customer.
Addition lay, adopting workforce planning will allow business in increasing the
competitive advantage. That has contributed in helping organization in staying ahead in
the business. Beside this, it benefits the organization in knowing the future threat by
identifying the market insights (Willis, Cave and Kunc, 2018). It leads in developing the
strategy in order to enhance the company in the competitive market. Although it helps in
avoiding the possible extinction that result in increasing the growth of the business. The
digital technology such as social media has allowed the organization in communicating with

their customer. It is very beneficial for the small business as it is very cost effective tool as
well as help in building the global presence.
In addition, to this it helps in asking the HR strategy with the organizational goal that
benefit the organization to accomplish the business objective more effectively (White,
2017). Along with this, it helps in sharing the internal document that contributes in
collaborating in the project. Thus, it has provided the business with various opportunity that has
result in increasing the productivity.
Key issues faced by business by adopting workforce planning
There are various challenges faced by the business by adopting the technology are mentioned
in detail below:
 Resources Crunch: The advance technology plays major role in workforce planning. It
is very expensive and it affect the operational cost of the form. The major issues are
faced by the small and medium organization as their budget is limited. Moreover, by
adopting the new technology companies has top set the training programmes for their
employees in order to increase their skill. So that it can work more effectively in order
to accomplish the organizational cost. Moreover, training and development programme
are also costly and affect the total revenue of the firm. By adopting the new technology
many business increase their production cost and due to that price of the product also
increases. That lead in losing the potential customer as well as increase their
dissatisfaction (Turan and et.al., 2021). Moreover, many organizations find such expense
more and limit the use of technology. Thus, many organization do not have financial
capabilities to wait for the long term benefit.
 Lack of Skill: Nowadays, business cannot find talented employees for implementing
the new technology. The reason of skill shortage is artificial intelligence that has
made the business deepened more on the technology (Tomblin Murphy, Gilbert and
Rigby, 2019). Instead of using human force. Furthermore, the organization has to spend
more in hiring the skill full employees. Along with this, the tearing programmes are
conducted in order to upskilling existing employees.
 Scheduling and Rostering: Most of the employees do not want to change the
working place and it is very hard for the manger to scheduling (Simkin, Chamberland-
Rowe and Bourgeault, 2021). As most of the companies have many shift and server

different pattern. Thus, the company has to give their employees flexible time. Thus,
by shifting the candidates it can reduce their moral that realest in
Presenting how business are dealing with workforce planning
For dealing with workforce planning the organization are required to make a time a plan
that helps in executing the current year. Moreover, the companies can save their cost
optimization by planning the recruitment efforts such as managing the employee turnover as
it will increase the growth of the firm (Rees and et.al., 2018). In addition to this, it can
increase the productivity of the firm by creating the training and development
programmes. In addition to this, the business should also dealing with demographic and
workforce changes. The company should hire senior candidates as it can easily solve the
threats due to high experiences. Although, hiring fresher will help on increasing the innovative
ideas and products as it will result in increasing the growth (Llort and et.al., 2019). In addition
to this, company can implement strategy related to the long term recruitment as it will
contribute in increasing the productivity of the firm in the market. Addition lay
organization can do internal recruitment that will motivate the employees to work hard and
have various opportunity to learn new skill. Thus increase the retention of the worker.
Part 2
Reflection
Thorough out the assessment I have gain experience that workforce planning is very
important for the business as it will help the organization in delaine g with the present and the
future threat. Moreover, I have also learned that workplace planning includes the strategy
related to talent management and rewriting that helps the company in improvident the
market position as well as internal environment of the firm (Kroezen and et.al., 2018).
During the assessment I have developed various skills such as critical thinking that has
allowed be identify the challenges and the opportunity that workforce planning has
given. Furthermore, I have developed decision making skills that will allow and individual
to make the proper decision. This skill will help in future as every organization need to
make plans and strategy in order to sustain in the environment. However, I have also
developed report writing skill that will help in finding the suitable job inn future. The
report writing skill include presenting the research paper with accurate data (Dolgui and et.al.,
2019). Throughout the assessment I have made use of this skill for making the report effective

for the others. Along with this, my research skill has been improving as I have collected the
data from the secondary resources that has contributed in finding the appropriate answer for the
question.
In addition to this, the books and journal related to management has helped in knowing
the meaning and definition of work place planning. Moreover, during the assessment I have
improved planning skill that has allowed me to complete the task in the limited frame of
time. Such as I have made a proper plan for the project during the first stage I have
learned about the topic so that I can easily write about. In the second stage I have collected
the data from books and online so that can I know about the recent details. Thought the
report I have realized that for managing and planning the work plan and individual must
possess with managerial skills as it will allow it to do the work more w effectivity (Beck
and et.al., 2018). Thus, I have I developed this skill as it will benefit me in future. The another
most important skill is time management that is very important in completing the task
smoothly. Time management helps individual in segmenting the time that helps in solving
the task more effectively. Although, by managing the time I was able to complete this project
and learned about the workplace planning.
Performance development plan
Skills strategy Resources Time
Communication To interact with more
people
Video lecture, books
and journals
1 month
Problem solving Examine and defining
the issues
Books 3 months
Technical skills By collocating with
the expertise
Online tutorial 6 months
CONCLUSION
From the above report it has been concluded that work force planning is framework that
allow the organization in developing and implementing the management strategy. In addition
to this, it has summarized about the ways business makes the plan Ning and the advantage the
organization have by implement this planning. Such as the organization gain the competitive

advantage and improve the market position. In addition to this, it also helps in managing the
internal environment of the organisation. Furthermore, the study has depicted about the
various issues faced by the firm while implementing this strategy. Along with this, it has
also explain the positive impact of planning on the business. Lastly, it has thrown light on
the reflection and the development of the academic skills.

REFERENCES
Books and journals
Beck, A. J. and et.al., 2018. Improving data for behavioral health workforce planning:
development of a minimum data set. American journal of preventive medicine. 54(6). pp.S192-
S198.
Dolgui, A. and et.al., 2019. Workforce planning and assignment in mixed-model assembly lines
as a factor of line reconfigurability: state of the art. IFAC-PapersOnLine. 52(13). pp.2746-2751.
Kroezen, M. and et.al., 2018. The Joint Action on Health Workforce Planning and Forecasting:
Results of a European programme to improve health workforce policies. Health Policy. 122(2).
pp.87-93.
Llort, N. and et.al., 2019. A decision support system and a mathematical model for strategic
workforce planning in consultancies. Flexible Services and Manufacturing Journal. 31(2).
pp.497-523.
Rees, G. H. and et.al., 2018. The promise of complementarity: using the methods of foresight for
health workforce planning. Health services management research. 31(2). pp.97-105.
Simkin, S., Chamberland-Rowe, C. and Bourgeault, I. L., 2021. An integrated primary care
workforce planning toolkit at the regional level (part 2): quantitative tools compiled for decision-
makers in Toronto, Canada. Human Resources for Health. 19(1). pp.1-11.
Tomblin Murphy, G., Gilbert, J. H. and Rigby, J., 2019. Integrating interprofessional education
with needs-based health workforce planning to strengthen health systems. Journal of
Interprofessional Care. 33(4). pp.343-346.
Turan, H. H. and et.al., 2021. A multi-objective simulation–optimization for a joint problem of
strategic facility location, workforce planning, and capacity allocation: A case study in the Royal
Australian Navy. Expert Systems with Applications. 186. p.115751.
White, E., 2017. A comparison of nursing education and workforce planning initiatives in the
United States and England. Policy, Politics, & Nursing Practice. 18(4). pp.173-185.
Willis, G., Cave, S. and Kunc, M., 2018. Strategic workforce planning in healthcare: A multi-
methodology approach. European Journal of Operational Research. 267(1). pp.250-263.
Online references
A, B., 2018. [Online]. Available through <>
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